| Introduction"High performing HR function
| |
| | credible to both their colleagues and the
|
| affects bottom line nearly 10%"- A
| |
| | employees they serve and hence they
|
| surveyCompetencies have become integral
| |
| | must-A) Possess a track record of success
|
| part of HR field. In the last 25+ years,
| |
| | and have earned trust.B) Instill
|
| the competency approach has emerged from
| |
| | confidence in others.C) Demonstrate
|
| being a specialized and narrow
| |
| | integrity.D) Ask important
|
| application to being a leading method for
| |
| | questions.E) Frame complex ideas in
|
| diagnosing, framing and improving most
| |
| | useful ways.F) Take appropriate
|
| aspects of Human Resource Management.
| |
| | risksG) Provide candid observations
|
| Changes to business practice have forced
| |
| | andH) Offer alternative perspectives on
|
| HR professionals to adjust their role and
| |
| | business issues.3) Knowledge of best
|
| the contributions they make as well as to
| |
| | practices. The HR professional mustA) Be
|
| obtain new skills and competencies to
| |
| | an effective verbal communicatorB) Work
|
| meet these demands.In a survey conducted
| |
| | with management to send clear and
|
| in USA the following were the
| |
| | consistent messages.C) Be an effective
|
| observations: (Source Internet)1) HR
| |
| | communicator in writing.D) Facilitate
|
| professionals from high-performing
| |
| | organizational restructuringE) Design
|
| companies are shifting their focus from
| |
| | programs that drive changeF) Facilitate
|
| internal to external customers.2) HR
| |
| | design of internal communication
|
| professionals are taking greater
| |
| | processesG) Attract the appropriate
|
| responsibility for disseminating cultural
| |
| | talent to the organizationH) Design
|
| underpinning throughout their
| |
| | compensation SystemI) Facilitate
|
| organizations.3) HR professionals are
| |
| | dissemination of Customer
|
| emerging as strategic partners who
| |
| | information.4) Ability of Manage Change.
|
| identify problems, provide alternative
| |
| | With regards to Change, the HR
|
| insights and raise the standards
| |
| | professional mustA) Establish trust in
|
| "Intellectual rigor", for business
| |
| | relationships with othersB) Be a
|
| decision makingUnderstanding
| |
| | visionary.C) Take a proactive role in
|
| CompetenciesCompetencies are those
| |
| | bringing about changeD) Build supportive
|
| behaviors or sets of behaviors that
| |
| | relationships with othersE) Encourage
|
| describe excellence in performance within
| |
| | others to be creative andF) Identify
|
| a particular work context. They can be
| |
| | problems critical to business
|
| useful in clarifying work standards and
| |
| | success.5) Ability to manage Culture. The
|
| expectations, help focus appraisal and
| |
| | culture of any organization is an
|
| reward systems, and align individuals
| |
| | important aspect and hence HR
|
| with the institutional or department
| |
| | professionals mustA) Share knowledge with
|
| mission. We have identified a number of
| |
| | units/departments/divisions throughout
|
| topical areas and competencies we believe
| |
| | the organizationB) Champion culture
|
| to be the building blocks and requisite
| |
| | transformationC) Translate the desired
|
| skills needed to be successful as a human
| |
| | culture into specific
|
| resource professional. While specialists
| |
| | behaviorsD) Challenge the status
|
| may be highly skilled in a relatively
| |
| | quoE) Identify the culture required to
|
| narrow field, generalists, by their very
| |
| | foster the organizations business
|
| nature must have a broader base from
| |
| | strategies andF) Frame the culture in a
|
| which to operate. They must have a wider
| |
| | way that excites
|
| perspective on the issues and the
| |
| | employees.6) Implementation of
|
| workplace environment.A typical
| |
| | technology. Technology is increasingly
|
| professional career pattern would see the
| |
| | used as a delivery vehicle for HR
|
| development of the novice into a fully
| |
| | services. HR professionals need to be
|
| skilled staff practitioner within a
| |
| | able to use HR Technology and web-based
|
| career specialty or family of
| |
| | channels to deliver services to
|
| specialties. Through maturity, experience
| |
| | employees.7) HR & Delivery. This
|
| and professional development, individuals
| |
| | competency encompasses the HR activities
|
| would broaden their professional
| |
| | that are traditionally associated with HR
|
| perspective and understanding of the
| |
| | function. There are six major factors
|
| human resources profession. Due to the
| |
| | within this domain- Staffing,
|
| nature of the range of demands placed
| |
| | development, organizational structure, HR
|
| upon HR departments, smaller
| |
| | measurement, and legal compliance and
|
| organizational units tend to develop
| |
| | performance management.HR Professionals
|
| "generalists", while larger departments
| |
| | in IndiaTo start with, let me illustrate
|
| have the need and resources to develop
| |
| | one case, it is from one Multi-National,
|
| "specialists".Basic competencies required
| |
| | IT company (Sorry, I am not suppose to
|
| for any professional...to excel in any
| |
| | mention the name of the company). In
|
| professionJob Knowledge/Competency:
| |
| | India they are having offices in two
|
| Demonstrates the knowledge and skills
| |
| | cities...Pune and Hyderabad. They are
|
| necessary to perform the job effectively.
| |
| | having manpower of 2,750 (Approx); to
|
| Understands the expectations of the job
| |
| | manage this manpower they have a HR-Team
|
| and remains current regarding new
| |
| | of 28 people (12 in Recruitment; 9 in
|
| developments in areas of responsibility.
| |
| | HR-Operations and 7 in employee
|
| Performs responsibilities in accordance
| |
| | relations). Now, look at these
|
| with job procedures and policies. Acts as
| |
| | statistics:Attrition rate in the
|
| a resource person upon whom others rely
| |
| | above-mentioned company is as high as 32
|
| for assistance.Quality/Quantity of Work:
| |
| | %
|
| Completes assignments in a thorough,
| |
| | Every month they pay 300,000 - 500,000
|
| accurate, and timely manner that achieves
| |
| | INR to recruitment vendors.
|
| expected outcomes. Exhibits concern for
| |
| | Every month they get 15-20 % salary
|
| the goals and needs of the department and
| |
| | related queries (Attendance, Leaves etc)
|
| others that depend upon services and work
| |
| | HR people in most of the ITES-BPO
|
| products. Handles multiple
| |
| | companies are busy only in recruitment,
|
| responsibilities in an effective manner.
| |
| | settling full-and-finals and to some
|
| Uses work time productively.Planning
| |
| | extent database management.Now look at
|
| Organization: Establishes clear
| |
| | this, as per a survey done by, Virgin
|
| objectives and organizes duties for self,
| |
| | Management Consultants;A. 77-84 % HR
|
| based on the goals of the department,
| |
| | professional don't know the business of
|
| division, or management center.
| |
| | companyB. More than 92% HR professionals
|
| Identifies resources required to meet
| |
| | are novice to economic reforms and
|
| goals and objectives. Seeks guidance when
| |
| | economic growth of the countryC. 69-76%
|
| goals or priorities are
| |
| | HR professionals are even aware of role
|
| unclear.Initiative/Commitment:
| |
| | and expectations of a HR.D. 86% of HR
|
| Demonstrates personal responsibility when
| |
| | Professionals are not aware of the
|
| performing duties. Offers assistance to
| |
| | business model of their organizationE. As
|
| support the goals and objectives of the
| |
| | much as 89% HR professionals are not
|
| department and division. Performs with
| |
| | aware of the effect of Financial Bills of
|
| minimal supervision. Meets work schedule
| |
| | their salary.This is alarming.Now, also
|
| attendance expectations for the
| |
| | analyze this, traditionally HR meant to
|
| position.Problem Solving/Creativity:
| |
| | be...Recruitment, Training and
|
| Identifies and analyzes problems.
| |
| | development, Compensation and Benefits,
|
| Formulates alternative solutions. Takes
| |
| | Performance Management, Payroll,
|
| or recommends appropriate actions.
| |
| | Behavioral Scientists, Human
|
| Follows up to ensure problems are
| |
| | Psychologist, Employee relations (in
|
| resolved.Teamwork and Cooperation:
| |
| | manufacturing sector we have Industrial
|
| Maintains harmonious and effective work
| |
| | Relations Expert, and Welfare officer),
|
| relationships with coworkers and
| |
| | Employee related strategies and
|
| constituents. Adapts to changing
| |
| | planning.In present scenario,Training and
|
| priorities and demands. Shares
| |
| | Development is a separate
|
| information and resources with others to
| |
| | department;Recruitment and payroll can be
|
| promote positive and collaborative work
| |
| | outsourced;Strategies and Planning is a
|
| relationships.Interpersonal Skills: Deals
| |
| | role of senior profilePeople are not
|
| positively and effectively with coworkers
| |
| | grown-up enough to understand
|
| and constituents. Demonstrates respect
| |
| | human-behavior and hence they are not fit
|
| for all individuals.Communication (Oral
| |
| | to be in employee-relations.We have very
|
| and Written): Effectively conveys
| |
| | few experts as Compensation and Benefits
|
| information and ideas both orally and in
| |
| | Analyst and most of the time this
|
| writing. Listens carefully and seeks
| |
| | activity can be outsourced.Now, you list
|
| clarification to ensure
| |
| | out what are the activities that a HR
|
| understanding.Basic Competencies for a HR
| |
| | Professional can do?My take:It is a
|
| Professional...irrespective of his/her
| |
| | well-known fact that most of the HR
|
| designationRelationship Focused:
| |
| | professionals are not good with numbers,
|
| approachable; relates easily to diverse
| |
| | they are not experts in statistics or
|
| groups and individuals; builds and
| |
| | taxation or economics; they are also not
|
| develops relationships.Customer Focused:
| |
| | so good in "Human behavior" or "Human
|
| focused on all aspects of service and
| |
| | Psychology"...but most of them are too
|
| product delivery; always knows the
| |
| | good in "internal politics"...making an
|
| customer comes first.Organizational
| |
| | issue out of nothing.1) HR professionals
|
| Skills: able to set priorities; time and
| |
| | as a taxman. A big portion in Direct Tax
|
| meeting management skills; able to
| |
| | is "Salary"...components of
|
| delegate.Problem Solving: ability to
| |
| | salary...affect of tax on each component.
|
| weave through necessary channels to
| |
| | A HR Professional can analyze this and
|
| accomplish outcomes in complex settings;
| |
| | restructure the "Salary Structure" of the
|
| understanding of processes and quality
| |
| | company. This will also help in
|
| improvement.Assessment of Talent: ability
| |
| | Compensation and benefits analysis. They
|
| to judge and assess talent, recruit and
| |
| | can also take-up a role of "internal tax
|
| select staff appropriate to current and
| |
| | advisor" to employees.2) HR Professional
|
| future organizational needs; appreciation
| |
| | as a Strategist and a Policy-maker. To
|
| for and emphasis on developing a diverse
| |
| | perform this activity, they must have
|
| workforce.Integrity: forthright; direct;
| |
| | good knowledge about business, industry,
|
| widely trusted.Intelligence: ability to
| |
| | and best practices in the industry and
|
| grasp complex concepts and determine
| |
| | best global practices.3) HR Professional
|
| courses of action.Energetic: action
| |
| | as a Coach, mentor and guide. In order to
|
| oriented; hard working; likes
| |
| | take-up this role, HR professionals must
|
| challenges.Active Listening: ability to
| |
| | be empathetic, high on emotional
|
| absorb and translate others' statements
| |
| | quotient, expert in Human Behavior and
|
| into objective responses and actions;
| |
| | Human Psychology.4) HR Professional as a
|
| ability to give and receive feedback in
| |
| | Business and Industry expert. As
|
| an appropriate manner.Composure and
| |
| | mentioned above, here also they need to
|
| Professionalism: ability to maintain
| |
| | have good knowledge about the business
|
| professional demeanor in difficult or
| |
| | and industry.ConclusionThese are some of
|
| stressful situations; patience with
| |
| | the activities that I feel can change a
|
| customers; ability to diffuse anger and
| |
| | face of this profession...called "Human
|
| deal with difficult
| |
| | Resource Management". The path ahead is
|
| customers.Presentation Skills: ability
| |
| | difficult to walk-on but it is not
|
| to present and convey information in a
| |
| | challenging. I know there are many
|
| wide variety of settings.Flexibility:
| |
| | HR-Heads and VP-HR, working in ITES-BPO
|
| ability to cope effectively with change
| |
| | industry or Service industry, drawing a
|
| and uncertainty; ability to reprioritize
| |
| | salary as high as 60-75 lakh INR PA, but
|
| quickly; ability to maintain a balanced
| |
| | I doubt, if they can justify their salary
|
| perspective and see all sides of an
| |
| | with their work. As I have mentioned in
|
| issue.Vision: ability to see the 'big
| |
| | the beginning, for HR-Professionals to be
|
| picture' within the industry, the
| |
| | a Strategic Partner...Delhi Abhi Door
|
| organization and the function now, and in
| |
| | Hai.Looking forward to your comments and
|
| the future; ability to translate a future
| |
| | Feedback.RegardsAbout Author:
|
| state for others and instill a sense of
| |
| | Sanjeev Himachali
|
| vision in them; ability to motivate
| |
| | E-mail: ; Blog:
|
| others.Political Awareness: sensitive to
| |
| | You can read my ITES-BPO related
|
| political situations; able to assess
| |
| | articles at or (Himachali) Sharma, is a
|
| political climate and how it affects
| |
| | 29 yrs of age from India, having six
|
| responsibilities.Competencies required in
| |
| | years of experience in "Human Resource
|
| knowledge based industry (IT, ITES-BPO,
| |
| | Development". By qualification, he is
|
| Service Industry)As per a survey done in
| |
| | Bachelor of Science and Masters in
|
| US of A, the following competencies are
| |
| | Business Administration. He is also a
|
| required for a HR Professional in excel
| |
| | Motivational and Inspirational writer and
|
| in "Knowledge Based
| |
| | speaker.)About Organization: "07/09
|
| Industry"...1. Understanding the business
| |
| | Management Consultants"...(Exploring new
|
| of the Company. To become key players in
| |
| | areas). We are into following:1) Business
|
| the organization, HR Professionals must
| |
| | and Industry Research2) Providing total
|
| understand their organizations and the
| |
| | HR solutions to new start-up companies
|
| industry in which they work. However,
| |
| | and as we say JD (Job Description) to OD
|
| knowing business is not enough. It has
| |
| | (Organizational Development)3) Your
|
| been proved in various studies conducted
| |
| | salary and taxation (Analyzing the effect
|
| all over the world that HR professionals
| |
| | of Financial Bill on the salaries and
|
| in high-performing organizations know as
| |
| | there by advising the management...if
|
| much about the business as their
| |
| | they need to change the compensation
|
| counterparts in the low-performing
| |
| | Plan)4) Sourcing Senior Profiles...GM's,
|
| organizations. The difference lies in the
| |
| | VP's, CEO's and MD's.5) We are into "BPO
|
| usage of that knowledge. The HR
| |
| | Consultancy" and help companies in
|
| professionals of high-performing
| |
| | setting-up their BPO's in India.6) We
|
| organizations use their knowledge to make
| |
| | take-up need based HR-Projects in US of
|
| strategic contribution.2. Personal
| |
| | A; UK; Germany and other European and
|
| Credibility. HR professionals must be
| |
| | Asian Countries.
|
